PERFORMANCE

APPRAISAL TECHNIQUE

ASSIGNED BY- DR.Bonita Mitra

SUBMITED BY-Bhagyashree Mohanty
 PERFORMANCE APPRISAL TECHNIQUE

Past Oriented Technique Modern Oriented Technique

PAST ORIENTED TECHNIQUE MODERN ORIENTED TECHNIQUE
• Confidential Reports • Management By Objectives
• Rating Scale • Assessment Centre Technique
• Checked List • 360 degree Appraisal
• Forced Distribution • Human Asset Accounting Technique
• Critical Incidents • Behaviourally Anchored Rating Scales
• Essay Method • Psychological Appraisals
• Ranking
• Allocation of Points
• Field Review
• Paired Comparison
 PAST ORIENTED TECHNIQUE
CONFIDENTIAL REPORT

• it is a detailed report prepared by the immediate boss at the end of the every year.
• It is mostly used in government organisation.
RATING SCALE

• In this technique the evaluaters are given a graph and asked to rate the employees on each of the characterstics. The
number of characteristics can vary from 1 to 100.
• In this method a printed form is used to evluate the performance of an employee.
CHECK LIST

• It represents a set of adjectives or descriptive statements about the employee and his behaviour.
• Under this method a checklit related to traits of the employees is prepared in two columns i.e. “YES’’ and “NO’’.
• Actual evaluation is done by the HR DEPT.
FORCED DISTRIBUTION

• Thia method compels the rater to distribute the employees on all point on rating scale.
• This method takes normal distribution curve as base and assumes that employee performance levels conforms to bell
shape curve.
CRITICAL INCIDENT

• This method focuses on certain critical behaviours pf an employee that make all the difference between excellent
and poor performance on a particular job.
• Such critical incidents are recorded by the superiors as and when they occur.
ESSAY METHOD

• In this method the rater must describe the employee within a number of broad categories .
• The rater is assigned to express the strong and weak points of employee’s behaviour.

RANKING TECHNIQUE
• The employee is compared with all others for the purpose of placing order of worth.
• The employees are ranked from the highest to the lowest or from the best to the worst.

FIELD REVIEW
• This appraisal is done by someone outside the assesse ’s own department usually from corporate Head office or HR
Department.
• This method used for making promotional decisions at the managerial level.

PAIRED COMPARISON
• Under this technique the appraiser compares each employee with every other employee , one at a time.
• comparison is based on one trait only.
• The number of comparison can be calculated by the formula N x (N-1) /2 .
 MODERN ORIENTED
TECHNIQUES
MANAGEMENT BY OBJECTIVES
• This method has been evolved by Peter DRUCKER.
• MBO can be described as a process whereby the superior and subordinates managers of an org. jointly identify its
common goals, define each individual’s major areas of responsibility in terms of result expected of him. And use
these measures as guides for operating the unit and assessing the contributions of each of its members.

ASSESSMENT CENTRE TECHNIQUES

• This was introduced way back in 1930 by the German army.
• It enables employees to get a clear picture of how others observe them and the impact it has on their performance.

360 DEGREE APPRAISAL

• It is a multidimensional appraisal method that evaluates an employee’s circle of influence namely managers, peers,
customers, and direct reports
• This has 5 integral components such as :
1. Self Appraisals
2. Managerial Reviews
3. Peer Reviews
4. Subordinates Appraising Manager (SAM)
5. Customer or Client Reviews
HUMAN ASSET ACCOUNTING TECHNIQUE
• Human asset accounting technique analyses an employee’s performance through the moneytsry benefits he
yields to the company.
• It obtained by comparing the cost of retaining an employee( cost to co.) and the moneytary benefits
( contributions) an org. has ascertained from that specific employee.

BEHAVIOURALLY ANCHORED RATING

• It brings out both the qualitative and quantitative benefits in a performance appraisal process.
• It compares employee performance with specific behavioural examples that are anchored to numerical ratings.

PSYCHOLOGICAL APPRAISAL
• It come in handy to determine the hidden potential of employees .
• This technique focuses on analysing an employee’s skills and characteristics.

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